Operations Data Product Owner

Group 1001; Zionsville (IN); Remote; USD 130,000 - 160,000; Full time

Benefits offered by this job

Health insurance

401K matching

Wellness programs

Employee assistance program

Paid time off

Job summary

Group 1001 is seeking a data product owner to translate operations strategy into prioritized data and AI use cases, owning the last mile from insight to action in contact center and back office. You will work with a central data team to ensure successful adoption and measurable outcomes.

You will partner across teams to shape dashboards, data products, and governance, driving decisions with analytical rigor and strong stakeholder influence in a remote, collaborative culture.

Qualifications

• 8+ years in a data product owner, analytics, or data-SME role.
• Real fluency with operational data and reporting; you can read a messy data landscape and say what matters.
• Analytical judgment: you can interrogate data and models critically and interpret them soundly without needing to build them yourself.
• Comfortable partnering with a central data organization without turf friction; ideally, you've sat as the embedded data owner next to a central data team before.
• Communication and influence: you turn analysis into decisions, earn the trust of senior stakeholders, and can hold a point of view.
• Applied AI fluency: conversant in what AI and agentic capability can and can't do, and where it's worth applying.
• Working knowledge of the modern data stack (Snowflake and the tooling around it).
• Intellectual curiosity: you ask why the data looks the way it does and keep learning.

Responsibilities

• The portfolio: Translate the operations strategy into a prioritized set of the problems most worth solving with data, analytics, and AI.
• The interpretation: Turn data into a narrative that changes a specific decision and be the point of insight operations leadership turns to.
• The last mile: Drive insight into the real workflow and the moment of decision; you own whether it gets adopted.
• The hand-off: Write the specs that make a hand-off succeed and judge whether what comes back is right.
• The AI agenda for ops data: Shape where AI is worth applying and represent operations in governance.
• Success is measured on outcomes, not output; decisions are changed and value is realized in the operation.
• The right problems: Identify the most important data problems in priority order.
• Adoption and partnership: Insight is embedded in workflows and land cleanly with central data; a single improved decision changes work.

Job description

Group 1001 is a consumer-centric, technology-driven family of insurance companies on a mission to deliver outstanding value and operational performance by combining financial strength and stability with deep insurance expertise and a can‑do culture. Group1001's culture emphasizes the importance of collaboration, communication, core business focus, risk management, and striving for outcomes. This goal extends to how we hire and onboard our most valuable assets - our employees.

Why This Role Matters:

The hardest problem in operations data isn't producing the insight; it's the last mile: the gap between an insight existing and the operation acting on it. That gap closes only when someone inside operations owns the problem and the outcome, not just the analysis. This is that person. You bring the operational fluency, the relationships, and the judgment to turn data and AI capability into changes that show up in how the contact center and back‑office run, while a central data and engineering team handles the build. You frame the problem and own whether it lands; they own production. Both names on the work, never thrown over a wall.

How You'll Contribute:

What you Own

The portfolio. Translate the operations strategy into a prioritized set of the problems most worth solving with data, analytics, and AI.

The interpretation. Turn data into a narrative that changes a specific decision. Be the point of insight operations leadership turns to and hold your ground when the data contradicts the plan.

The last mile. Drive insight into the real workflow and the moment of decision; you own whether it gets adopted, not just whether it gets delivered.

The hand-off. Qualify what's worth putting into the build queue, write the specs that make a hand-off succeed (clear definitions, the rules a shared data dependency must hold, and what "done" means), and judge whether what comes back is right.

The AI agenda for ops data. As more of the work involves AI, help shape and qualify where it's worth applying, and represent operations in how these capabilities get used and governed.

Success is measured on outcomes, not output- Decisions are changed and value is realized in the operation.

The right problems - the most important data problems are the ones being worked, in priority order.

Adoption - insight is embedded in real workflows and trusted by the people making the calls

Partnership health - use cases are co‑owned with the central data team and land cleanly, with no work thrown over the wall. One operational decision changed for the better is the job working

What We're Looking For:

8+ years in a data product owner, analytics, or data‑SME role, with a track record of data work that changed a business outcome, not just reports delivered.

Real fluency with operational data and reporting; you can read a messy data landscape and say what matters.

Analytical judgment: you can interrogate data and models critically and interpret them soundly without needing to build them yourself.

Comfortable partnering with a central data organization without turf friction; ideally, you've sat as the embedded data owner next to a central data team before.

Communication and influence: you turn analysis into decisions, earn the trust of senior stakeholders, and can hold a point of view, including an unpopular one.

Applied AI fluency: conversant in what AI and agentic capability can and can't do, and where it's worth applying.

Working knowledge of the modern data stack (Snowflake and the tooling around it) so you can speak the builders' language.

Intellectual curiosity: you ask why the data looks the way it does, dig into discrepancies, and keep learning.

How you work with people matters as much as what you know: empathy and the instinct to read the room; you give feedback as a question and take it without ego; you stay flexible when plans shift, because they always

Preferred:

Insurance, financial services, or other regulated‑industry backgroundContact center or operations domain experience (Amazon Connect, Snowflake‑based analyticsHands‑on experience defining dashboards or data products that teams use

Compensation:

Our compensation reflects the cost of labor across several U.S. geographic markets. The base pay for this position ranges from $130,000/year in our lowest geographic market up to $160,000/year plus bonus in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience.

Benefits Highlights:

• Employees who meet benefit eligibility guidelines and work 30 hours or more weekly, have the ability to enroll in Group 1001's benefits package.
• Employees (and their families) are eligible to participate in the Company's comprehensive health, dental, and vision insurance plan options.
• Employees are also eligible for Basic and Supplemental Life Insurance, Short and Long‑Term Disability.
• All employees (regardless of hours worked) have immediate access to the Company's Employee Assistance Program and wellness programs-no enrollment is required.
• Employees may also participate in the Company's 401K plan, with matching contributions by the Company.
• Group 1001, and its affiliated companies, is strongly committed to providing a supportive work environment where employee differences are valued.
• Diversity is an essential ingredient in making Group 1001 a welcoming place to work and is fundamental in building a high‑performance team.
• Diversity embodies all the differences that make us unique individuals.
• All employees share the responsibility for maintaining a workplace culture of dignity, respect, understanding and appreciation of individual and group differences.

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